Employee Departure in Healthcare Essay

Your highest performing and tenured manager of a 20-person department unexpectedly submitted their two weeks’ notice. Your next-most tenured employee in the department has only 2 years of experience. Additionally, there is a major hospital chain in your area that seems to have the first pick recruiting the talent you need.


Develop a 3- to 4-page strategic plan that outlines priorities and steps to mitigate the impact of your employees’ rapid departure.



Propose a recruitment plan to fill the managerial position.


Develop a pre-boarding checklist and an onboarding plan covering an employee’s first 30, 90, and 180 days with performance metrics.


Identify policies and practices that could have been put in place to proactively avoid this situation.Employee Departure in Healthcare Essay


Cite at least 3 reputable references to support your assignment (e.g., trade or industry publications, government or agency websites, scholarly works, or other sources of similar quality)


Approaches towards Mitigating Employee Departure in Healthcare

The need to hire and retained skilled employees for long is one way through which healthcare organization aligns with the requirements to offer patient-oriented healthcare. Healthcare managers today are tasked with additional responsibilities to recruit a talented and committed workforce to alignwit organization efforts to reduce financial and service costs incurred during rapid employee turnovers. Most departures take place within the first one year, compelling healthcare leaders to initiate retention plans that guarantee less if any departures among new employees in these periods. This essay proposes specific leadership strategies that healthcare managers could apply not only to mitigate rapid healthcare employee departures but also to effectively facilitate a recruitment plan towards replacing skilled and talented employees that exit these organizations.

Recruitment plan to fill the managerial position

The situation involves an organizationwhose most skilled manager issues an unexpected two-week notice of resignation after twenty years of service. However, the company’s longest-serving employee has only gathered two years with the organization. Due to his long work experience and wide conversance with the organization’s culture, replacing his position might prove hard although the demand for that position is bound to be high. First, the company would consider both internal and external recruitment attempts as its sources for a resourceful individual suitable for the position.  Owing to the sensitivity of healthcare management, the replacement decision for the position involves a rigorous process of a background check and relevant interviews qualification interviews. Employee Departure in Healthcare Essay

However, the recruitment process ought to begin immediately. The key aspects that could lead efforts in establishing a favorable candidate for the healthcare manager’s position would include innovativeness, creativeness, and competency in management (Spehar, Frich, & Kjekshus, 2012). Also, individuals aspiring for the managerial position ought to possess entrepreneurial skills supported with innovativeness and a sense of responsibility. It is also important to note that the replacement ought to be handled with the importance that it holds to establish a managerial figure that would appropriately interact with healthcare employees and patients.  Skills such as compassion, empathy, proper communication, critical thinking, and collaboration are, therefore, in the identification for healthcare management.

Pre-employment assessment should be carried out to evaluate conversance with the culture and values of the organization.  Responses obtained from this assessment can generate a behavioral standard of the individual in question and assess if they are fit for the job. The organization’s missions, value statements should be given out to target individuals to lead their personal decisions (Kabene, Orchard, Howard, Soriano, & Leduc, 2006). Besides, a detailed document that entails each responsibility of the organization should be supplied to the target candidate to guide their decisions. However, since the replacement is urgent, it is appropriate to entrust the managerial roles to the two-year-old employee with prior knowledge of the culture and values of the organization.  He or she is more bound to direct the organization towards its mission and vision accomplishment than new managers.

Pre-boarding checklist and an onboarding plan

Pre-boarding checklist

. The first step to creating an impression of the organization is by preparing work schedules, job duties, and expectations. Here, the manager should initiate a review of the working hours, transportation and parking criteria, dress codes, and meal options available. Gathering information about their previous jobs would also help create schedules that do not overburden them as the schedules for their first weeks are planned (Harpelund, Højberg, & Nielsen, 2018). Besides, planning introductory meetings with key and available executives with who they are bound to work along report. On the first working day, it is also useful to assign a mentor who would be enthusiastic about their work and who would be willing to offer necessary job directions to the new employee.Employee Departure in Healthcare Essay

The next aspect of the pre-boarding involvement is preparing the employee’s working environment. A clean, presentable, and organized working environment would boost the employee’s attitude towards their new job. Besides, containing new badges, channeling for the supply of their office supply, business cards, welcome gifts, and workplace accommodations in case the organization provides any. Besides, the company should organize for technological aspects for their work before their arrival. Establishing the new employee’s details into the organization biodata system and their access to the organization system supplied before reporting to work. The computers, with relevant software installed, should be availed at the employee’s place of employment before reporting. Lastly, employee dates for mandated and conventional expert training should be communicated at or before arrival.

Onboarding plan

30 Days

The first 30ndays will entail rigorous learning processes in which the new healthcare staff member will be directed through means that will facilitate their knowledge of the organization. Company culture will be introduced to the employee. Company intranet systems and necessary training systems will be completed. The employer is introduced to the company’s visions and missions statements, assigned to a team and introduced to projects. Employee Departure in Healthcare Essay


90 days

Within the second and third months, employment will focus more on collaborations and assigning more responsibilities. Employees will be expected to start contributing to team conversation and projects as they keep leaning. The employee is also likely to gather knowledge that helps them diagnose issues and initiate activities that would inform solutions to the problems. The employee should also seek frequent feedback on progress and seek more responsibilities.

180 days

By the end of six months, employees should develop independence and work on more tasks and more significant projects. They should grow accountability, become more robust with their company involvement, and keep in touch with the manager for feedback.

Policies and Practices towards Mitigating Employee Departure

Assimilation into the organization’s culture

Previous evaluations reveal that a key informant to high employee turnover in healthcare is a failure to facilitate effective onboarding and pre-boarding activities during hiring.  Retaining skillful requires that managers initiate successful assimilation of new employees into their new environment and culture by putting in place care practices that provide an enabling environment for work (Kurnat-Thoma, Ganger, & Peterson, 2017). If this is not well conducted, new employees automatically get discouraged and disconnected from their original place of work as well as employees.Employee Departure in Healthcare Essay

Supporting Working Environment

A supportive working atmosphere, mainly from staff members of higher ranks is an essential effort towards retaining skilled employees. Collective support offered to new healthcare employee creates a strong perception of the organization in aspects such as organizational career support, employee involvement, and unity, and hence connects the employee to the organization mission (Kurnat-Thoma, Ganger, & Peterson, 2017). However, factors such as job satisfaction, employee’s attitude, such as their personal intent to stay at the organization, autonomy, and lack of growth opportunities at the organization compel employees to leave before their time.

Fair Remuneration

Surveys previously conducted by labor structures have stated that more than 35% of employee’s turnovers in healthcare are informed by inadequate pay which compels healthcare workers to look for better pay in other organizations (Kurnat-Thoma, Ganger, & Peterson, 2017). Adequate and fair pay across similar job classes and monthly bonuses for good performances can effectively create an impression about the organization’s compensation structure and hence motivate employees to stay at the organization. Besides, regular appreciations and praises for ethical conduct and proper delivery add to the employee motivation.Employee Departure in Healthcare Essay

Priority on employee Welfare

Healthcare organizations should commit a priority to the welfare of their employees, even in circumstances when doing so is likely to implicate on their profitability. Prioritizing on employee issues such as health covers, retirement schemes, personal happiness, and the general welfare assures them of the organization’s involvement in their affairs (Kabene, Orchard, Howard, Soriano, & Leduc, 2006). Practices such as offering free gym membership to all employees, allowing late reporting once every week for Yoga and gym classes and promoting healthy eating and recreation helps employees stay healthy.Employee Departure in Healthcare Essay




Harpelund, C., Højberg, M. T., & Nielsen, K. U. (2018). Onboarding: Getting New Hires off to a Flying Start. London: Emerald Publishing Limited.

Kabene, S. M., Orchard, C., Howard, J. M., Soriano, M. A., & Leduc, R. (2006). The importance of human resources management in health care: a global context. Hum Resource in Healthcare, 4(20), 41-46. doi:10.1186/1478-4491-4-20

Kurnat-Thoma, E., Ganger, M., & Peterson, K. (2017). Reducing Annual Hospital and Registered Nurse Staff Turnover—A 10-Element Onboarding Program Intervention. Open Nursing, 44(6), 1113-115. doi:10.1177/2377960817697712

Spehar, I., Frich, J. C., & Kjekshus, L. E. (2012). Clinicians’ experiences of becoming a clinical manager: a qualitative study. BMC Health Services Resource, 12(5), 421-423. doi: 10.1186/1472-6963-12-421 Employee Departure in Healthcare Essay

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